Purchase Solution

Change in employee evaluations

Not what you're looking for?

Ask Custom Question

Develop Part I of a comprehensive plan to implement an organization change.

I have chosen an issue from Walgreens and want to create a plan for a proposed change to resolve the issue. The one I have chosen is the way employee evaluations are done. Right now they are done once a year and I was thinking about making it four times a year and adding peer reviews. The way it is done right now is not fair to many employees. If you have a manager that is not considered to be fair they can ruin your chances of being promoted or even getting a yearly raise since they are now based on these reviews. The employee has very little involvement in these evaluations.

This is a three part response and I was wondering if you could help me on any of these parts. Part I of your plan focuses on assessment of the change issue and planning for the proposed change.

- Examine the need in the organization for your proposed change.
- Examine organizational and individual barriers to your proposed change.
- Identify factors that might influence your proposed change.
- Summarize factors influencing organizational readiness for your proposed change.
- Identify the theoretical model that relates to your proposed change.
- Identify internal and external resources available to support your change initiative.

Attachments
Purchase this Solution
Solution Summary

The changes in employee evaluations are determined.

Solution Preview

Part I of a comprehensive plan to implement an organization change.

Walgreens

The need at Walgreens for the proposed change includes but is not limited to:
There is a need to revise the manner in which employees' performances are conducted at Walgreens. It simply is an unfair system if reviews are conducted once per year-there is one chance. So in essence; if a manager maliciously, for unwarranted reasons, gives an employee (subordinate) a negative review; this will possibly ruin the employee's chances of being promoted or getting a raise and the employee's voice goes 'unheard'. Additionally, what about newer employees? Should they not be reviewed more often and extensively? (e.g., every 3 months). As such, a major overhaul is being proposed to show that the system is flawed; and that one annual review is inadequate for reasons including but not limited to:

Organizational and individual barriers to the proposed change include but are not limited to:
- Management not cognizant of the proper and more effective way to conduct an appraisal; therefore believes the way in which they are currently conducted is just fine.
- Lack of appreciation and for the concept of employee satisfaction and engagement by management.
- Little to no participation, empathy and care by direct managers and supervisors in employees' matters and concerns.
- Stubbornness from management due to time constraints and resistance to changing the 'old ways of doing things.'
- Lack of communication and cooperation between head of departments.
- Ambiguous, unclear format of conveying the proposed change to management
- Lack of communication and empathy between and for management and employees
- Organization prefers to reward stability more than change; seniority more than performance; and job size more than skill development (Obisi, 2011; Weiner, 2009).
- Demotivating factors, distractors and overall lack of confidence that proposed change is achievable and will make a positive difference.
- Setting of annual performance goals and job description systems that are resistant to change (Obisi, 2011).
- Organization not wanting to 'waste more time' on more reviews
- Focus is more on productivity-and not on employees' well-being and happiness

Factors that influence the proposed change include but are not limited to:
- How well one can convince the organization that for most organizations and individuals, goals and objectives cannot be appropriately be accomplished by a 'once per year' performance appraisals (should be at 4 times per year as this proposal change plan recommends).
- More regular and engaging (from both parties) performance appraisal have ...

Purchase this Solution
Free BrainMass Quizzes
Vitals about a Patient's Vitals

Basic questions about blood pressure and measurements.

Managed Care Organizations

This quiz will test the basics of managed care organizations. It is important to know how our health care delivery system operates through managed care.

Tumor Markers

This quiz help you memorize common tumor markers used to detect and diagnose some types of cancer.

First Aid

Do you know how to provide first aid?

Fibromyalgia

This quiz provides a brief overview of Fibromyalgia. Research is currently evolving regarding this diagnosis.

View More Free Quizzes
Related BrainMass Solutions

  • Common merit vs anniversary date reviews for employees

    Company planning and goal setting can be more difficult because the employee goals and evaluations are widespread. It is difficult to change the employee goals in relation to the company if they are set at different times.

  • A Luxurion Auto Employee Performance Evaluation

    There can be changes in the weights given to any of them if the employee or his supervisor requests a change and gives adequate reasons for these.

  • Governments Evaluating Employee Performance

    In closing, evaluations of employee performance is an essential task of leadership in order to conduct an analysis of the organization overall.

  • Performance Evaluation Challenges in Public Sector

    Most unions engage in contracts that may be a few, or several years, in duration. The performance evaluation process agreed upon in the past may not be working effectively now. Once in place, it is difficult to change a CBA.

  • Evaluating Luxurion Auto Salespeople

    Every completed evaluation form will have an employee score, this score will appear next to the employee name in context of employee evaluation. In addition, for every performance indicator there will be department wise totals.

  • Career Development Activities

    For example, the employee in a plastic molding plant may be filling in plastic pellets, he would welcome training that teaches him how to design moulds. The second training is cross cultural training.

  • annual performance evaluation tool

    In addition to the organization template, my department uses 360 Peer Evaluations. Each employee has a three-question evaluation sent out to her direct co-workers shortly before her evaluation meeting is scheduled to take place.

  • Employee Performance Evaluations: Increase Productivity

    532261 Employee Performance Evaluations: Increase Productivity The case question: How can evaluating employee performance increase productivity and motivate employees?

  • Performance Evaluations for Virtual Environment

    608438 Performance Evaluations for Virtual Environment Suggest at least three (3) creative methods to check in with your employees throughout the year, other than the regular annual performance evaluation, within a virtual environment.

  • Employee Performance and FMLA

    512672 Employee Performance and FMLA #1. In an effort to remedy quality problems, you reorganize some positions in your department and implement new, higher standards for qualifying for those positions.

View More Related Solutions